G-27: Nepotism in Employment

Adoption Date: 03/16/92  |  Revision Date: 03/16/98  |  Revision Date: 12/15/08  |  Revision Date: 10/30/12  |  Revision Date: 12/04/12

  1. The Board of Trustees is committed to ensuring the hiring and retaining of the most qualified persons for all positions.
  2. Family relationships in the workplace may create situations where the College’s professional objectivity or its reputation is compromised, or may otherwise jeopardize a professional work climate.
  3. This policy is intended to ensure fair hiring and promotion as well as effective supervision, internal discipline, security, safety and to promote a positive morale in the workplace. Further, it is intended to eliminate favoritism discrimination, impropriety and conflicts of interests.
  4. This policy applies to all full-time and part-time employees, adjunct faculty members, hourly and temporary employees, as well as independent contractors.
  5. No person shall be employed in, promoted to or transferred such that he/she would be the supervisor of or receive supervision from an individual related through blood, marriage, adoption or legal guardianship in the following categories: spouse, domestic partner, civil union partner, child, parent, grandparent, grandchild, sibling, aunt, uncle, niece, nephew, first cousin, and in-laws, step or half relative of the same degree of relationship (“Family Member”).
  6. For purposes of this policy, “supervisor” means any employee, regardless of job description or title, having authority to hire, direct, transfer, suspend, layoff, recall, promote, discharge, evaluate, assign, reward, or discipline the employee or to recommend any type of employment action.
  7. No person shall be employed in the same department as any other Family Member.
  8. Employees shall not initiate, participate in, or influence in any way any type of employment decision involving a Family Member. Such employment decisions shall include screening and selection, appointment, retention or issuance of contract, evaluation, promotion, tenure, salary, leave of absence, or grievance adjustment.
  9. Prairie State College allows the employment of Family Members in non-supervisory relationships as cited above; however, in the case of the President and Vice Presidents, no Family Members shall be employed by Prairie State College. 
  10. Individuals who are actively employed as of October 30, 2012 shall be excluded from complying with paragraph (G) in their current positions.
  11. If an employee becomes a Family Member of a subordinate and/or becomes a Family Member of an employee in the same department and/or becomes the supervisor of and/or receives supervision from a Family Member, the individuals involved will be offered an opportunity for alternate employment. If neither person volunteers for alternate employment, one (1) employee will be transferred based on the operational needs of the College to an assignment at an equivalent level of pay. Not withstanding anything contained in this paragraph (K) and paragraph (G), in the case of the prohibition of Family Members working in the same department, if (1) there is no actual conflict caused by the Family Members working in the same department, (2) the Family Members do not supervise and/or report to one another, (3) the Family Members do not influence employment decisions related to the other; and (4) it is in the best interests of the College that neither Family Member be transferred to another Department, i.e., there is no available position for which either Family Member is qualified, then upon the receipt of a request by either and/or both Family Members, the President may grant an exception to this paragraph (K) and paragraph (G) as long as the same is in writing and identifies the reasons for the exception.
  12. All employees shall complete an annual disclosure form that asks for the disclosure fo any and all Family Members that are employed by the College.